Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

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Some employees seem to think that if they are approved for FMLA leave, their employers have to accept their time off as legitimate. That’s true to a point. But it doesn’t mean employers can’t ferret out leave abuse if they have reason to believe the employee isn’t being honest.

A federal magistrate has ordered notifications sent to a large group of employees inviting them to join in a Fair Labor Standards Act lawsuit.

If you find out that a supervisor may have treated a disabled worker poorly, fix the problem promptly.
Here’s a reminder that even doing the right thing can mean a lawsuit.
Workers at Citgo’s Corpus Christi plant will receive a little more pay following a U.S. Department of Labor’s Wage and Hour Division investigation of the oil company’s shift-change policy.
Some employees will never be satisfied with their employer’s solution to perceived harassment. But if you have fixed the problem, it’s perfectly fine to tell the employee he needs to move on and forget about the past.
Your supervisors probably know it’s illegal to discriminate against someone because of his or her disability. But do they also know about a less-obvious part of the ADA that makes it illegal to discriminate against employees or applications because those people have an association with someone who has a disability?

Generally, employees don’t have long to get the litigation ball rolling if they want to complain about discrimination. In most cases, they must file a complaint with the EEOC or a state agency within 300 days of an alleged discriminatory act. However, employees often have lots more leeway if they are claiming they had to work in a hostile environment characterized by repeated slurs or other harassing behavior.

A federal court has refused to expand common law workplace protection for victims of domestic abuse.
Before you decide to terminate em­­ployees for budgetary reasons, make sure you are prepared to justify that rationale. Otherwise—and especially if you provide other reasons later—your motivation may look suspect if the employee sues.
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